Summary
Contents
Subject index
This completely rewritten edition of the bestselling The Employment Interview Handbook provides a comprehensive review of various streams of research into employment interviewing, including: the validity and fairness of interview outcomes; assessment of person-organization `it'; factors affecting the interviewer's decision-making process; and applicant perspectives on the process of interviewing, including impression management. The book concludes with a summary of the volume's implications for theory building, research methods and effective practice.
Establishing Person-Organization Fit
Establishing Person-Organization Fit
Individuals and organizations appear to be most effective when their respective values, goals, and interests are aligned (Govindarajan, 1989; Oapos;Reilly, Chatman, & Caldwell, 1991; Sheridan, 1992). Presumably, similar attributes between individuals and groups lead to improved communication and liking, which in turn affect job attitudes and organizational outcomes (Cable & Judge, 1996). Furthermore, theory suggests that firms can sustain a competitive advantage by creating better “match quality” between employees and organizations, because person-organization (P-O) fit appears to be a unique, valuable resource that is difficult to imitate (Barney, 1991). In light of these positive outcomes, researchers have suggested that organizations proactively hire employees based on their fit with the characteristics of the organization rather than just the ...
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